Pension costs are a significant part of an organisations overall operational costs; managing these costs is imperative to ensuring future sustainability. Many smaller organisations have been affected by an increase in pension costs since auto-enrolment obligations began, and given the penalties for non-compliance, careful planning and monitoring is essential.
Many social businesses, including co-operatives and mutuals, will participate in one of the public-sector pension schemes. When a social business has spun-out from local government, it is usually a requirement that they participate in the Local Government Pension Scheme (LGPS).
When a social business is bidding for local government contracts the requirement to ensure that transferred staff can access the LGPS, or a comparable scheme, is more important than ever. It is crucial that a contractor understands the risks they are likely to be taking on, including variable contribution rates, additional contributions, and exit payments.
At Anthony Collins Solicitors our social business team has considerable experience in advising on and negotiating detailed pension agreements in outsourcing situations. We work in partnership with contractors in the social-business sector to ensure that they understand the agreements they are entering into and that they are safeguarding themselves against associated risks.
We regularly work with social businesses, supporting and advising them on all aspects of strategic pension advice. Our bespoke service includes:
Our extensive experience in this area and our sector knowledge means that we are able to advise quickly and cost efficiently, allowing time to be focused elsewhere and minimising the risk of applications to the Pensions Ombudsman.
A recent case stands as a good reminder to employers to be careful when distinguishing between pensionable employment under a pension scheme’s rules and employment under a contract of employment.
The Government announced in April 2018 that they would release new proposals at the end of 2018 and so, as we stretch in 2019, we now have the new consultation proposals.
The Pensions Ombudsman has introduced fixed awards for distress and inconvenience (or “non-financial injustice”) caused by maladministration in the management of pension schemes.
The Employment Appeals Tribunal (“EAT”) held in Flowers v East of England Ambulance Trust that “normal” remuneration included voluntary overtime if it was paid over a sufficient period.
Employers are having to walk a fine line between protecting their interests whilst also ensuring that they are not breaching their employees’ rights.
The sanctions against employers who knowingly or unknowingly employ individuals who do not have the correct immigration status to work in the UK are stringent.
Under the Working Time Regulations (WTR) a worker is entitled to a 20 minute rest break away from their workstation if their daily working time exceeds six hours. However, there are limited circumstan
What can an employer do when its negotiations with a recognised union break down and they cannot collectively agree changes to terms?
Can an employee’s concerns raised purely out of self-interest constitute a qualifying disclosure for whistleblowing purposes?
What’s on the horizon for HR and employment law in 2018? Kate Watkins highlights key legislative changes and cases to keep an eye out for.
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